Employee Benefits


Navigating the world of insurance is often another burden for the person handling the human resources. There are different solutions to implementing a comprehensive and affordable employee benefits package that will help you attract and retain good employees. After all, the average cost of hiring and training a minimum wage employee is $5,500 (“$40,000 on average to replace a nurse, while technology companies can run up replacement costs of more than $125,000 per vacancy” http://smallbusiness.chron.com/average-cost-train-new-employee-44072.html ) .

There are so many benefit package designs, with hundreds of plan choices from different carriers. Then there’s the issue of implementing the benefits, managing, then staying compliant. It’s enough to make a person’s head spin.  Benefits of Nevada has successfully implemented a variety of benefit solutions for various employers. Through our (and our partner’s) knowledge and expertise, we are able to handle any size group and provide many solution for insurance, the administration, and the compliance of the benefits.

Think you can’t afford to offer a benefits package? Think again… There is an option of implementing benefits the employees pay for through payroll deduction (just offering benefits is often enough to attract/keep employees). Some policies (e.g. disability) are more expensive if purchased as an individual (not through the employer).

Further, there are tax advantages for both the employer and employee via pre-tax deductions, which provide savings via matching FICA taxes, using a Section 125/Cafeteria plan.


Employee Savings Example
Per $1,000 in Salary

Without Section 125 Plan With Section 125 Plan
$1,000 Gross Income $1,000 Gross Income
-$250 Taxes -$100 Insurance Premium
$750 Paycheck $900 Adjusted Gross Income
-$100 Insurance Premium -$225 Taxes
$650 Net Spendable $675 Net Spendable

$25 Tax Savings!

Note: This example is for illustration purposes only and assumes a combined tax rate (income, FICA, and Medicare) of 25%. Personal tax situations may differ.

It isn’t costs that are reduced, but how the benefits are paid that makes the difference. Without a Section 125/cafeteria plan, taxes are paid on every dollar earned, then benefits are paid. With the Section 125/cafeteria plan, the benefits are deducted before taxes, which means no taxes are paid on the money spent for qualified health care coverage. – Aflac Flex One/Cafeteria Plan Services

Voluntary/Supplemental Benefits

Did you know by offering at least an Accident plan, the likelihood of filing “Monday Morning” workers comp claims will drop? “Over half (58%) of employers say worker’s compensation claims increased within last three years.” “Employers that offer voluntary accident insurance saw a reduction in workers’ compensation claims. Since offering the product to their employees, 51 percent of employers noticed a decline and 74 percent say it was significant or very significant. These products are increasingly a low-cost option for employers to effectively round out their benefits packages.”

Results from the Aflac study show a greater proportion of employers offering critical illness, accident, cancer and hospital insurance than in previous years. These employers most often say they offer voluntary insurance “to satisfy employee need, interest or demand.” With the cost of health insurance and out-of-pocket costs rising, it’s no surprise that nearly 4 in 5 (79 percent) employees see a growing need for voluntary insurance today compared to last year. – Aflac WorkForces Report, 2016

Employees are more likely to

We Work With All Major, Top-rated Insurance Carriers


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  • Health Insurance
  • Supplemental: Disability, Critical Illness, Accident, Cancer, Hospital Indemnity, Gap coverage
  • Section 125/Cafeteria, FSAs, HSAs, HRAs
  • Life Insurance
  • Telemedicine
  • Travel Insurance
  • Dental
  • Vision


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